Yep...we've(mgt.) been told to PIP anyone we can. Make a case, get 'em out – to avoid severance and unemployment.
This is how low we've fallen. Am I the only one who believes something like this should be illegal? I guess this place will go as low as possible when it comes to saving a few bucks...
Layoffs and firings, justified or not, are the direct result of the mismanagement and criminal behaviour of former, and some current, management, and the religion of Shareholder Supremacy.
Greed wins over what is best for working Americans every time.
Never think you're employer is looking out for you, and always remember HR is there to protect the bank from you, not the other way around.
No surprise that Wells is making sheet up on PIPs.
They will find any reason to get rid of you. Start documenting any funny business pronto. It may save your corporate career.
Agree with @agx. Don’t let dysfunctional management create an environment where employees start turning on each other.
I’m guessing that you and Charlie are going to be besties with that arrogant attitude. Good for you.
Thank you for proving my point that unpopular but true statements fall on deaf ears among those conditioned by too many years at WF. Many people at WF simply cannot handle the truth, that’s why they think PIPs should be illegal. Complain, nitpick at the reason for them all you want. When all is said and done, lots of people will lose jobs and a PIP is a very serious sign that you are on a list and also unprepared for employment elsewhere. Truth hurts.
You might have excellent points to make that would benefit both the employees and the firm, but your view gets discounted when you start calling your co-workers unskilled and whiners.
Welcome to the jungle people. WF lifers would be stunned at how much more cutthroat competitors are on performance and cuts.
Being angry at people who have by and large been shown the door serves no purpose. Basically what you are saying is “I’m mad as heck, and I’m just going to keep taking it and hope that complaining will help”.
Unfortunately, I have heard the same from people/managers I trust: I have also seen and heard they are trying to force people to get frustrated and quit on their own. Through making you re-apply for your job and then down-grading your salary, leaving you out of important meetings you once attended, not responding to your suggestions, micro-managing you,, giving you the silent treatment. It is 100% true.
As a manager, I can tell you that are now being encouraged to make up any reason to PIP.
(Hyperbolic example)
Employee handbook says no eating at your desk, You ate apple at your desk. WRITE UP.
You are supposed to be at work at 8 a.m., but arrived at 8:02 a.m. WRITE UP.
if you don't realize this as a way to fire for JUST CAUSE, then you're head is in the sand.
Firing for just cause means NO severance and NO unemployment benefits.
What Wells Fargo is asking us to do is evil, but legal.
I see it more as pointing the finger at the cause of the problem, not the result of the problem. Be angry at the leaders who put us in the hole we’re in, not the guy on the frontlines who doesn’t have much say.
The OP is saying a PIP should be illegal, that’s whining. Ask them which area they work in if you want to track down the whiners.
The idea that employees are not responsible for their skill level nor their own performance is classic WF ostrich behavior. Hear no evil, see no evil, speak no evil.
Whether or not someone is a “good person” isn’t relevant for a PIP, and that mentality is why the company is in the situation it is presently in.
To the post two down: which LOB do you work for where you see too many unskilled workers and whiners? If that is true, don’t blame it on the employees. Blame it on the managers who hired them. Blame it on HR for sending them through to managers to interview. Blame it on management for not training them, for not encouraging them to be better so they could move to higher-paying jobs. Blame it on the firm’s low entry level wages. Blame it on our out-of-touch over-compensated “leaders” at the top.
In the brokerage arm, I see good people who want to give an honest day’s work for an honest day’s wage. And leadership at the bank who they do not and can not trust.
A WARN act notice should avoid severance. The PIP plan alone won’t avoid severance requirements on the scale they need.
You mean they actually are pushing managers to get their employees to perform rather than let them skate by with “3” ratings or “performing”? Good!
A company can’t avoid paying unemployment. You file with your state if you’re laid off or fired.
PIPs here are not taken seriously from people as they are not qualified to give advice looking at the mess this bank has. Only success they had is when the lied and stole from their customers. I dont see that as success at all. Now these crimes are not saving them either. Looks like this company will fail and maybe go down to 3k employees with 400 million revenue. Fall from one of the largest banks to one of the smallest. Very unfortunate, but that is what happens when are stealing from customers. Government also made sure of this not to succeed.
Just go find a company with some integrity that is doing better and apply there.
There is nothing illegal about managing people based on their performance, this company is full of minimally skilled people who would have already been cut at other companies. There is a very serious need to top grade the workforce.
If you are among the people whining about being managed for your performance, you probably need a reality check in a bunch of different areas.
By PIP do you mean Performance Improvement Plan?